Rules and Regulations:

It is the policy of Surecure pharmacy to provide and meet the highest ethical standard in all our
dealings. Through these rules and regulations, we provide an overview of the legal, regulatory and moral
requirements of our business. It defines the manner of how we deal our business with each other as well as
with our stakeholders -- our patients and customers, healthcare professionals, business partners, and the
communities where we conduct or business.

The following rules and regulations shall apply to all the workers of the (company ba?) within the company
grounds at all times:

Harassment
Any kind of harassment, which includes bullying, are prohibited and require disciplinary actions and may
even result to the termination of employment. Surecure expects its workers to maintain a proper decorum
and relationship with each other.

Abuse of Drugs and Alcohol

No employees should be under the influence of drugs and alcohol during work hours. Any employee who is
under these influences are not permitted to work. Surecure is dedicated in achieving substance-abuse-free
environment for the health and safety of our employees as well as the quality of products we serve to our
customers. Anyone caught under the influence of alcohol and drugs are subjected to disciplinary action
and the termination of employment.

Hostile Action and Possession of Firearms

Every employee must feel safe and secure within the premises. Violence, whether physical or verbal are
prohibited. Possession of firearms are not allowed with the exemption for the security personnel.

Health Risk
Employees must inform the management regarding their health conditions that may be of conflict to their
duties.

Personal calls
Telephones are provided for essential aspects for business operations. In case of an emergency, family,
friends and acquaintance are allowed to contact the companys telephone. Employees, although not
prohibited, must governed by good judgement and restraint when using their gadgets. Employees must
know that personal phone calls and text during work hours are not allowed because it will affect the
productivity of their work.

Personal Property
It is the responsibility of all staffs to secure their belongings. Employees are given their own locker to put
their bags and other belongings but they are advised to give their wallets and phones to the manager for
safekeeping. In case of loss and damage to property the company will not be held responsible.

Record Keeping Policies

It is a policy at Surecure to maintain accurate hardcopy and softcopy company records and accounts to
guarantee legal and ethical business practices and to preclude deceitful activities. Record books, such as
prescription books, opium books and dangerous drug books should be proper for future inspections.

Dress and Manner

All employees are given their uniforms and must wear it during workhours. Employees are expected to be
at their best to appropriately face their co-workers and their customers. Employees who are not wearing
the proper dress code are not allowed to work.

Confidentiality
Informations that are business related are confidential. Under no circumstances that these information are
to be given off to a third party. Also, information about customers and colleagues are private. No one has
the right to give off their information unless it is upon their consent.

Handling Cash
Cash that are taken to pay for goods/services on behalf of Surecure are governed to place a detailed note
of the date, amount and purpose. It should be given to the manager along with the receipt.

Lost Property
All items that are lost are to be given to the manager and to be put in the lost and found section. Items
that are left by customers nor employees are to be put in this section.

Absence
If the employee is unable to attend work for any reason, he/she must obliged to inform this to the
(whoever is in charge) immediately whether through text, email or much preferred, through the phone for
an immediate response. If he/she cannot give a definite date for his/her return to work then he/she must
keep the (whoever is in charge) informed as soon as possible before each shift you should be working.

Timekeeping
The employee is expected to arrive at the establishment in sufficient time to be at his/her assigned
workstation at the time his/her shift commences.

Time Record
The time card must be recorded accurately. It should contain the employees actual start and finished
working time. Each working shift must be signed by the branch manager. The employee should record any
time taken during his/her shift to attend personal errands, (this does not include breaks of up to 15
minutes for each two hours worked). Holidays must also be recorded in the time card.

Answering the Phone

The employee is expected to be friendly and polite. He/she must obtain the information as quickly as
possible without compromising accuracy. Ignoring the phone to chat to co-workers, or dealing with any
personal issues will be considered gross negligence of your duties and will be dealt with accordingly.

Leaving Your Workstation/Breaks

It is acceptable to take a break of up to 15 minutes every two hours. Before doing so, the employee must
ask the permission of the branch manager. He/she must ensure that all other staffs are at their
workstations and will be able to cover his/her tasks adequately.

Smoking
Smoking is prohibited anywhere within or outside the building premises. This is to ensure the health and
safety of the employees and customers.

Privilege / Earned Leave

1. The employee will be entitled to Earned Leave after working of minimum 240 days.
2. Earned leave shall be granted to the employee only after completion of one year of service.
3. The application for availing earned leave should be submitted to the sanctioning authority on the
prescribed format at least one week in advance so as to enable the management to make alternative
arrangement.
4. In case of the death in family or on medical ground application for leave shall be made on the same day.
5. The management can refuse any kind of leave to any person, or can cancel the sanctioned leave or recall
a person from leave if the presence of the employee is necessary.
6. Holidays & Sundays prefixed & suffixed shall not be counted as leaves. However, intervening holidays
falling within the period of earned leave shall be part of leave.
7. Earned Leave will not be granted to any employee during probation period.
8. Earned leave cannot be combined with casual leave or with any other kind of leave.
9. Earned leave cannot be availed for half day.
Casual Leave:
1. Seven days casual leave in one calendar year shall be admissible to all the employees.
2. If in urgency/emergency an employee is not able to take prior sanction before availing of Casual leave,
he shall inform his superior within 24 hours of his having availed of this leave.

3. Casual leave shall not be allowed for more than three days at a time.
4. Where casual leave taken by an employee for more than three days at a time, the same shall be treated as
earned leave.
5. The employee on probation period shall be entitled to casual leaves in proportion to the period of service
rendered by him.
6. Combination of Casual Leave, Weekly Off and holiday shall not exceed four days at a time.
SICK LEAVE
1. Seven days sick leave in one calendar year shall be admissible to all the employee.
2. Any Employee availing of more than two days Sick Leave at a time must produce a Medical Certificate
from Registered Medical Practitioner/Government Dispensary/Govt. Hospital to support his sickness.
3. Holiday intervening the sick leave shall be considered as a part of sick leave.
4. Sick leaves can be accumulated up to 28 days.
5. The Sick leave may be combined with Earned Leave in case of prolonged illness.
6. Employees on probation period shall be entitled to sick leave in proportion to the period of service rendered
by them.
MATERNITY LEAVE:
1. Maternity Leaves shall be granted to female workers on full day pay for a period of 90 days or 12
weeks, 6 week before delivery & 6 weeks after delivery.
2. Maternity Leave shall also be granted in case of miscarriage/abortion including abortion, not more than
45 days from the date of miscarriage/abortion as certified by authorized Doctor.
3. Maternity Leave shall not be granted to employee if she already has two living children.
4. The women employee who Claim Maternity benefit must have worked for not less than 80 days in the
12 months immediately preceding the date of her expected delivery.